This page will feature resources for department leaders and members to understand key factors to a positive, warm, inclusive department climate; how to talk about climate; and how to take actionable steps to sustain positive workplace environments.
The Lehigh ADVANCE surveys, and numerous external studies, have demonstrated that one of the biggest factors linked with faculty retention and job satisfaction is the climate in the academic department. This held true even for interdiscilpinary scholars. Department chairs have the unique position to manage and establish department norms and practices which support all of its members.
Chairs Orientation Slides- What does chair capacity building mean?
Lehigh Faculty on What they wished their department chairs to know Climate surveys, Kardia Evaluation of ADVANCE, and personal anecdotes help department chairs understand the experiences of people with historically underrepresented identities and find ways to build postiive cultures.
The Department Chair as Transformative Diversity Leader, by Edna Chun and Avin Evans. This is a good reference for understanding the capacity of the department chair to be a leader of diversity, equity and inclusion. A copy of this book is in the ADVANCE Center Library.
Inclusive Department Best Practices- UMASS ADVANCE
Enhancing Department Climate: A Guide for Department Chairs- University of Wisconsin, WISELI
Engaging Everyone in the Life of the Department-a matrix to support inclusion and transparency, The UW–Madison Office for Strategic Consulting developed a matrix that department chairs can use or customize when assigning departmental members to committees and roles in order to ensure that opportunities are well-distributed.
Faculty Service Equity and Transparency: In November 2018, Lehigh convened a summit exploring strategies to value and make transparent the contributions to service and engagement. Research and thought pieces relevant to creating equitable workloads (often the responsibility of the chair) include:
- Why we need a national conversation on the value of faculty service (opinion, Farrell & Flowers)
- Academe needs to better evaluate engaged scholarship (opinion, O'Meara)
- How to make faculty service demands more equitable (opinion, O'Meara)
- Understanding Measures of Faculty Impact and the Role of Engineering Societies (National Academy of Engineering)
- Social Science Research on Faculty Workload, Gender and Race (compiled by Dr. KerryAnn O'Meara)
- Instructors Spend ‘Emotional Labor’ in Diversity Courses, and Deserve Credit for It (The Chronicle, November 15, 2018)
- The Impact of Faculty Work-Life Factors on Faculty Service Morale (Sheets, Barnhardt, Phillips, Valdes, 2018)
- Undoing disparities in faculty workloads: A randomized trial experiment (O’Meara, Jaeger, Misra, Lennartz, Kuvaeva, 2018)
- Secret service: Revealing gender biases in the visibility and value of faculty service.Hanasono, Lisa K.; Broido, Ellen M.; Yacobucci, Margaret M.; Root, Karen V.; Peña, Susana; & O'Neil, Deborah A. Journal of Diversity in Higher Education, Vol 12(1), Mar 2019, 85-98 http://dx.doi.org/10.1037/dhe0000081